What do you do if your performance evaluations reveal areas for improvement in your team?

Incorporating regular coaching sessions tailored to address specific improvement areas identified in performance evaluations can add significant value to your team's development efforts. For example, providing individualized coaching sessions focused on communication skills or time management techniques allows team members to receive personalized guidance and support to enhance their performance effectively.

Converse com seus colaboradores! A causa de baixas na performance está normalmente associada a 3 aspectos: 1) falta de clareza - você delega, explica e acha que foi bem compreendido, mas percebe que o colaborador n?o entendeu, tem dúvidas (que n?o se sentiu à vontade para perguntar), ou está "preso" no modo tradicional de fazer as coisas. 2) gest?o emocional - as emo??es impactam completamente a performance, mesmo do colaborador experiente e com bom conhecimento técnico. Busque entender qual a dor emocional por trás da resistência, procrastina??o ou falha. Esse é o ponto! 3) N?o engajamento - colaborador desmotivado, cansado, que n?o entende o significado de suas atividades, vê o trabalho apenas como uma interminável lista de tarefas.

First, performance evals should never be the first time anyone on your team hears that they need to make adjustments or improvements. Second, as soon as you, as a leader note that improvements need to be made, you should be sitting down with the individual(s) to understand what they think is going on. This is where coaching methods come in very handy. Asking a lot of open-ended questions and asking for examples or for the person to explain more will not only help you gain that understanding, but it could lead the individual to understand something they couldn't put into words before.

If performance evaluations reveal areas for improvement in your team, take a proactive approach to address them. Start by having open and honest conversations with team members about their strengths and areas needing development. Collaboratively set specific, achievable goals and provide necessary resources and support. Encourage continuous learning through training programs or mentorship opportunities. Foster a culture of feedback and recognition to motivate improvement. Monitor progress regularly and adjust strategies as needed. Remember, addressing areas for improvement positively contributes to team growth and success.

When performance evaluations highlight areas for improvement, it's essential to identify the root causes and address them constructively: Understand the Issues: Dig deep to find out whether the performance gaps stem from a lack of skills, resources, or personal challenges. Communicate: Have open discussions with your team to gather insights and understand their perspectives. Tailor Support: Provide targeted support, such as training or resource allocation, based on individual needs. Leverage Strengths: Align tasks with team members' strengths to boost motivation and effectiveness. Monitor Progress: Regularly check in and adjust strategies to ensure continuous improvement and team success.

Here are additional ways to gain insight into the root causes of underperformance: Performance data analysis: Review performance metrics, key performance indicators (KPIs), and relevant data to identify trends and patterns in individual and team performance. Analyzing quantitative data can provide objective insights into areas of weakness or inefficiency. One-on-one meetings: Schedule regular one-on-one meetings with team members to discuss their goals, challenges, and concerns. Use these meetings as an opportunity to delve deeper into the factors influencing their performance and provide personalized support and guidance.

Identifying the deep-rooted cause for a performance issue is only the first step in coaching. You need to continue asking questions to help them understand how and why that performance issue has affected the team. I have found that asking them questions so they can discover that information often leads to a more genuine and concerted effort to improve than if I just tell them in feedback form. That's not to say the feedback and encouragement isn't necessary. The individual still needs to know you care and that you will work with them throughout the improvement so they don't feel alone in the process.

Involving the team members in creating the plan provides them with ownership and a voice in the matter. This will foster better engagement.

Once root causes have been identified, an action plan has to be created. Again, using coaching techniques, ask questions that will help them identify what actions they need to take to address the areas where improvement is needed. If the individual is the one coming up with the actions, they are much more likely to take ownership and responsibility for following through with the action plan. Using a goal framework, such as SMART goals, is great, but make sure you are not the one defining the criteria for the goals. Asking guiding questions to help them identify exactly what they will do, how they are going to measure success, and timelines for their action plans.

El proceso de co-crear un plan de acción debe ser inclusivo y reflexivo, respetando la diversidad de pensamiento y experiencia dentro de cada equipo. La idea es motivarlos y animarlos a proponer ideas y soluciones que reflejen sus perspectivas e ideas, aumentando no solo el compromiso sino que también nutre el proceso de innovación

After they've developed the action plan, you can't just let them go and trust everything will work out according to that plan. It is imperative that you continue to check in with them periodically and provide immediate feedback any time you see them slipping into their old habits. Provide any support you can within your role for their growth and improvement and make sure they know they can come to you for help, advice, coaching, or mentoring at any point along the way.

El apoyo al desarrollo de su equipo debe ser constante y adaptativo, reconociendo que el crecimiento profesional tiene altibajos, para esto se puede contar con una cultura de aprendizaje continuo que valore tanto los éxitos como las lecciones aprendidas de los fracasos.

Es ist wichtig, auch Erfolge zu feiern! Wir sind eher geneigt zu sehen, was wir noch nicht k?nnten und noch nicht erreicht haben. Für mich ist Freitag immer ein "Celebration Moment" wo man als Team die Highlights und Erfolge der Woche pr?sentieren kann. Auch gegenseitige Wertsch?tzung und Dankbarkeit kann in so einem Meeting ausgesprochen werden!

Every time your team member gets a win with their action plan, be sure to point it out. Congratulate them on their improvement and help them recognize the strides they are making. Often times, those in the middle of the growth don't recognize the little improvements that lead to the overall achievement of the goals. It is on the leader to help them celebrate those small wins along the way to keep them encouraged and excited as they continue working through their action plan.

Facilitate Skills Training and Education: Offer targeted training sessions or educational opportunities that are directly related to the areas needing improvement. This can range from in-house workshops to online courses. Empowering your team with new skills and knowledge can directly impact performance and motivation.”

Lo raro sería que no las revelaran. No existe equipo perfecto, un equipo de alto rendimiento se caracteriza por muchas cosas, entre otras la mejora continua. Orgullo legítimo por todo lo conseguido y aspiración continua a la excelencia. Así que revela, lo celebraría ?buena noticia que sabemos donde poner el foco! y, desde ahí, manos a la obra para evolucionarlo.

I've seen first hand how understanding personality traits can drive meaningful growth. Recently, one client came to me after receiving feedback about needing to delegate more effectively. Through personality profiling, we uncovered their tendency towards perfectionism and a desire to maintain control over tasks. Together, we developed a plan that honored their need for control while encouraging delegation. We focused on small, manageable steps, like identifying tasks that could be delegated and providing clear instructions to team members. It was amazing to see them gradually let go of the reins and trust their team more. As they started to empower the team members, I could see their confidence grow, so simple but so effective.